• 노동경제논집
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• 제32권2호
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• pp.27-60
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• 2009

"사업체패널조사" 자료에 근거하여 노동자참여적 고성과작업관행들이 경영성과를 높이고 노동자들의 임금을 높이는 쪽으로 보상도 증가시켜 왔는지 여부를 분석한 결과 (1) 기업의 경영성과에 대체로 긍정적인 효과를 주었으나 몇몇을 제외하고는 그 효과가 뚜렷하지 않았으며, (2) 임금상승 효과는 좀 더 뚜렷하게 나타났다. 노동조합이 조직된 사업체는 고성과작업관행들의 임금효과가 좀 더 강화 된다는 점이 발견되는데, 이는 노동조합이 없는 기업들의 경우 고성과작업관행들의 지속을 위해서는 그 도입 설계 단계에서부터 노동자대표들의 참여를 유도하고 그 성과가 노동자들에게도 적절하게 배분될 수 있도록 특별한 노력을 경주할 필요가 있다는 함의를 제시하는 것이다.

• 노동경제논집
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• 제29권3호
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• pp.75-112
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• 2006

노동자참여적 고성과작업관행들은 노사관계에서 기업중심주의를 심화시키고 노동조합체제나 단체교섭구조에서도 기업별노동조합주의를 강화시켜 갈 가능성이 크며, 따라서 노동조합운동의 초기업적 산업별 연대주의와는 서로 상충할 가능성이 높다는 '부조화가설'에 착안하여 한국노동연구원의 "사업체 패널조사" 자료로 그 상호관계를 실증분석해 본 결과 다음 몇 가지 사실들이 발견되었다. 첫째, 고성과작업관행들의 유의한 양의 경영성과에도 불구하고 노동조합 조직 여부가 전체적으로 그 효과에 일관된 영향을 미치는 모습은 약하지만 광공업 표본의 경우는 배치전환 적용비율과 6-시그마활동 등 노동자참여적 작업관행들의 기업경영성과 개선효과들이 노동조합 없는 사업체에서 뚜렷하게 강화되는 것으로 나타났다. 둘째, 초기업적 단체교섭체제는 작업팀의 도입 시행이나 이윤분배제도 또는 집단성과급제도 등 노동자의 작업성과에 따른 보상제도의 도입에 대해서는 매우 강하고 또 통계적으로도 유의한 음의 효과를 미치고 있다는 사실도 발견된다. 자료 정보가 불충분하여 실증분석 결과의 해석이 다소 조심스럽지만 분석 결과들은 산업별노동조합체제 또는 산업별 업종별 지역별 교섭과 같이 초기업적인 연대주의에 입각한 노동조합의 단체교섭체제가 개별 기업으로 하여금 경영성과 향상에 유리한 노동자참여적 작업관행들의 도입에 소극적으로 되도록 만들거나, 도입하기가 용이하지 않도록 교섭력을 행사한다는 의미를 가질 수 있다.

• 대한영양사협회학술지
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• 제24권1호
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• pp.1-18
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• 2018

Sustainable practices of school foodservices are gaining more attentions. The study aimed to investigate dietitians' performance levels of sustainable practices in school foodservice settings in Gyeonggi Provinces. Using a survey method was used, and data were collected from 358 participants (response rate 59.7%) to be analyzed using the SPSS program. The evaluation tool for sustainable practices of school foodservices consisted of four sections and 34 criteria with 100 points. Employment status of the respondents was as follows: nutrition teachers 40.9%, dietitians (permanent) 45.1%, and temporary position dietitians 13.2%. Dietitians' performance for sustainable practices marked 65.67 points out of 100 (performance rate 66%) and were in the following order by section: sustainable foodservice management criteria (69%), support activities (69%), planning and evaluation (68%), and outcome management (52%). Regarding sub-sections, criteria that acquired higher performance rates were labelling of food origin (99%), use of seasonal vegetables and fruits (98%), food waste management by contract dealer (98%), and planning for reducing of food waste and solid waste (91%). Meanwhile, criteria that showed the lowest scores were installing water conservation devices on equipment (19%), operating food donation programs for communities (21%), use of sensor lights for electricity conservation (24%), planning for annual energy conservation (40%), and implementation of education programs for foodservice workers on sustainable activities (42%). Performance scores differed according to school levels and working experience of dietitians, indicating that dietitians at elementary school foodservices or with work experience of 15 to 20 years showed higher performance than those at high schools or with less than 5 years of work experience (P<0.001, P<0.05). Based on the results, action plans for improvement were suggested.

• 기술혁신연구
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• 제2권1호
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• pp.89-115
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• 1994

Japanese firms have developed their own distinctive human resource management(HRM) practices for R&D scientists and engineers. These practices consist of homogeneity of work group, standardized in-house training programs, great standardization and company control of careers, and broad job rotation following the process of commercialization of developed technology. These practices facilitate human and informational exchange and sharing between basic laboratories and development departments as well as between R&D and marketing department which contribute to the ket competitive advantage of Japanese products. But recently Japanese firm are forced to change their HRM practices. They face some srious problems in continuing their long0standing strategy of being a rapid and skillful‘ technology follower’,drawing on the basic research performed in the advanced nations and embodying it in products that are produced with high quality at relatively lower cost. There is a growing trend of strengthening basic research among Japanese firms today. In accordance with the emphasis on basic research, Japanese firms have been adopting new HRM practices for scientists and engineers which are in the opposite direction of the traditional one. These newly developed practices stress on individual vitality rather than group cohesiveness from the fusion of individual difference. These include heterogeneity of work group, multiple career paths to be chosen by individuals, incentive plan based individual performance.

• 대한지역사회영양학회지
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• 제19권1호
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• pp.60-70
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• 2014

The purpose of the study was to examine job satisfaction, work performance, work satisfaction, perceived needs and self-evaluation of knowledge and skills of nutrition teachers. Survey questionnaire was administered to 106 nutrition teachers in schools of Gyeonggi area. Subjects were categorized into high- or low-job satisfaction group, and study variables were examined by job satisfaction group. Overall job satisfaction was high, with a mean score of 14.9 out of 20. High-job satisfaction group had more favorable perception regarding human relations and workplace atmosphere compared to the counterparts (p < 0.001). Work performance, examined by 12 items, was not significantly different between the two groups. However, satisfaction regarding specific work of nutrition teachers was significantly different by job satisfaction (p < 0.001). High-job satisfaction group responded that they had more knowledge and skills in areas such as food purchase management, food sanitation and safety management, equipment and facility management, nutrition education, nutrition counseling (p < 0.01), and general management & marketing (p < 0.05). High-job satisfaction group also indicated that nutrition teachers need to have more knowledge and skills than the counterparts, regarding food purchase management (p < 0.001), nutrition education (p < 0.01), nutrition counseling, general management and marketing, and teaching practices (p < 0.05). In addition, study results showed significant positive correlations among study variables. This study suggested that job satisfaction of nutrition teachers might be increased by having favorable human relations and workplace atmosphere, increasing satisfaction with specific work of nutrition teachers, and by increasing the knowledge and skills required for the work of nutrition teachers.

• The Journal of Asian Finance, Economics and Business
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• 제8권11호
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• pp.67-77
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• 2021

The aim of this study is to investigate the role of employee engagement as a mediator between the High-Performance Work System and the Service-Oriented Organizational Citizenship Behavior (Service-Oriented OCB). Furthermore, work-life balance as a moderator, the impact Service-Oriented OCB on customer satisfaction will be investigated. This study employs a quantitative methodology for which questionnaires were distributed to sixty restaurants in Karachi, and a sample of 418 responses was collected for structural equation modeling analysis. Smart PLS software was used to analyze the structure model. The results show that HPWS has a positive impact on Service-Oriented OCB. It is assumed that the role of work engagement as a mediator between HPWS and Service-Oriented OCB is significant. This study found that Service-Oriented OCB has a positive impact on customer satisfaction. Work-life balance was also found to have a moderating influence. The findings confirmed the black box mechanism and the HPWS procedures in restaurants. This study suggests implementing effective HPWS practices to influence employees' work engagement, which leads to Service-Oriented OCB and employees being able to optimize their performance to influence customer satisfaction. The study contributes to the existing body of knowledge in human resource management.

• 한국엔터테인먼트산업학회논문지
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• 제15권2호
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• pp.1-10
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• 2021

본 연구의 목적은 엔터테인먼트 산업에 효과적인 고성과작업조직(high performance work system)을 모색, 제시하는 데 있다. 최근에 엔터테인먼트 산업 자체는 급격하게 성장하고 있으나, 엔터테인먼트 기업은 제조업과 달리 안정적 수익구조를 확보하기 어렵다는 특징이 있다. 엔터테인먼트 기업 및 프로젝트의 성과는 인적자원의 역량과 시너지에 의존하는 경향이 농후하기 때문이다. 이를 관리할 수 있는 체계적인 모델을 마련하고자, 본 연구는 ANP(analytic network process)를 활용하여 엔터테인먼트 기업에 경쟁우위를 제공할 수 있는 고성과작업조직을 제시하였다. 고성과작업조직의 성공적 특성을 평정한 쌍대비교 자료는 엔터테인먼트 기업에 종사하는 28명의 팀장급 리더를 대상으로 수집되었다. 연구 결과, '개발적 지원', '관리적 지원'에 비해 '참여기회 부여'가 가장 높은 중요도를 나타냈다. 구체적인 구성요소별 중요도는, '개방적 의사소통', '분산된 의사결정', '성과에 의한 보상'이 높게 나타났다. 본 연구의 결과에 기초하여 엔터테인먼트 기업에서 고성과작업조직을 성취하는 데 실질적 시사점과 실행의 우선순위를 제언하였다.

• 한국식품조리과학회지
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• 제14권1호
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• pp.124-132
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• 1998

The purpose of this study was to evaluate the performance and importance of dietitians' role in order to provide basic information for an efficient foodservice management. This approach was achieved using a variety of quantitative and qualitative informations including general foodservice management, dietitian's role performance and importance. A survey of 453 office and factory foodservices was undertaken and detailed information was collected. Statistical analysis of data was performed using SAS package program for descriptive analysis, 1-test, $\chi$$^2$ test, and analysis of variance. The general characteristics of the dietitians were that 80.20% were aged between 20∼29 and 66.49 had work experience with less than 5 years. And 61.68% were graduated from college. The Importance-Performance Analysis (IPA) technique was used for obtaining information of dietitian's foodservice management practices. By the results of the IPA technique, foodservice attributes with fair to poor performance and high impotance was service management for customer satisfaction. The average scores of dietitian's role performance and importance were 3.33 and 4.03 out of 5, respectively. Dietitians with work experience more than 10 years and aged more than 30 years old had more work performance than those.

• International Journal of Advanced Culture Technology
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• 제9권1호
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• pp.52-57
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• 2021

Most internet companies in China are learning from Xiaomi Corporation's management model and to improving their organizational structures and human resource management practices. This study analyzed the development situation of Chinese Internet economy and the Internet thinking of Xiaomi which is a role model of Chinese Internet companies. In addition, we studied Xiaomi's organizational structure, human resource management, employee training, performance management and incentive system. In particular, Xiaomi's human resource management system has a great influence on the company's high performance and efficient service culture. Furthermore, the organization of Xiaomi is horizontally divided into three floors (7 key founders, department heads, and employees), each floor is managed by one founder. Xiaomi is interested in and considers not only the work of new employees, but also personal issues, and is concerned with the work of others in performance management and shares responsibility. Xiaomi adopts a unique and rational human resource management model, guaranteeing a lot of work autonomy for employees, and improving organizational performance.

• 한국BIM학회 논문집
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• 제6권2호
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• pp.1-11
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• 2016

In South Korea, there have been attempts to enhance BIM work practices in various aspects. Public Procurement Service(PPS) has recently published 'basic guidelines to improve BIM work practices in construction and facility management'. It defines roles and responsibilities of project members in their application of BIM. It also developed a set of modelling standards and guidelines for effective model creation, management and communication among BIM users. Moreover, numerous construction companies have tried to cultivate BIM specialized manpower throughout entire construction phases. However, there are still challenges faced by firms during BIM adoption. Therefore, this study aims to provide practical counsel for construction companies to help them create optimized facilities and deliver high performance by analyzing BIM-based domestic construction projects in Korea from 2009 and 2015. The study will investigate types of client, project, BIM application range, and application technology.